LDR 615 Contemporary Organization Evaluation Essay

LDR 615 Contemporary Organization Evaluation Essay

LDR 615 Contemporary Organization Evaluation Essay

Change is a critical aspect of improving healthcare delivery in organizations as it brings new opportunities that allow providers to enhance quality of care and patient satisfaction and experience. Healthcare organizations, especially due to the increased demand for care services due to an aging population and better health technologies, should embrace change and evaluate their abilities and capacity to implement novel care delivery approaches to meet the diverse demands and efficiencies (Cameron et al., 2019). Mental health issues affect millions of individuals and the COVID-19 pandemic exacerbated cases due to measures enacted to prevent and reduce its spread to different health population. Behavioral and mental health service providers like CHE Behavioral Services continue to grapple with the rise in demand for care and leverage technological capacities and interventions to meet these needs from diverse patient populations (Henry, 2022). The purpose of this paper is to evaluate CHE Behavioral Health Services as it responds to change due to disruptive technology, regulations, and environmental aspects as well as new legislations.

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Description of Organization: CHE Behavioral Health Services
CHE Behavioral Health Services (CHE Health) is one of the largest multispecialty, clinical-based group of licensed professionals dedicated to expanding access to mental health services and lowering the stigma associated with mental health condition. Located in Brooklyn, New York, the organization was established in 1994 and boasts of over 900 psychiatrists, psychologists, nurse practitioners, licensed clinical social workers as well as therapists dealing with families and marriages. The organization employs the highest number of non-contract W2 mental health providers in the U.S (CHE Behavioral Services, 2023). The organization provides mental health solutions to different types of people, especially in response to a rising need for mental health services across the age and life continuum for millions of individuals and families. These trained professional treat major mental issues like anxiety, depression, psychosis, adjustment disorders and behavioral disturbances (Tami, 2023). They also offer interventions for medical problems like non-compliance, hypertension, chronic pain, diabetes, obesity and cancer because of the increased susceptibility of individuals with the conditions to encounter mental health issues.
CHE Behavioral offers inpatient services to residents in long-term care and rehabilitation facilities in a cost-effective and caring way. The organization also continues to leverage technologies like telehealth to offer services to patients in the U.S. and beyond. The use of telehealth shows the effects of adapting to changes to remain relevant and meet diverse patient needs and concerns (CHE Behavioral Services, 2023b). As such, changes in the organization emanate from internal and external pressures and need to comply with not just trends but also legislations like the landmark Affordable Care Act and other legislations to expand access to mental health services
Degree of Change Disruption & Organizational Response
The increasing need for mental health services coupled by different factors, especially external like high number of patients, and reforms in legislations that improve access to care, implies that CHE Behavioral Health should adopt new ways of offering care. The use of telehealth, particularly at the height of COVID-19 pandemic, disrupted the provision of care at the organization (CHE Behavioral Services, 2023b). The measures instituted to lower the rate of infections and prevent spread meant that organizations like CHE should develop innovative approaches to offer care to its clients and new ones seeking the services.
The organization has responded to the disruptive changes caused by COVID-19 pandemic, and a rise in demand for mental health services by leveraging technology, especially telehealth. According to the organization and research studies, telehealth has improved access to mental health, especially during the COVID-19 pandemic. Using technology to incorporate behavioral health care into primary settings is a core part of ensuring patient access mental health care that they need in a system that lacks sufficient providers to meet the growing demand for mental health care (Arafat et al., 2019). As such, CHE Behavioral Services believes that leveraging telehealth will enhance its service delivery to patients and allow it to remain competitive and sustainable in the market. Secondly, the organization is responding to these changes by partnering and collaborating with visible sponsors and other healthcare entities in the U.S. and beyond. For instance, it has partnered with NexGen Healthcare to expand access to mental health care and uses OnCall’s telehealth solution to offer services to its patient with care programs.
Evaluation of Change Strategies and Level of Success
Implementing organizational change requires effective change strategies and even models to attain success. CHE Behavioral Health has deployed diverse strategies in its change plan. These include collaborating with other organizations, embracing and expanding use of technologies, especially telehealth as part of its processes and ways of delivering mental health care services, and constant training of its staff to meet the diverse patient needs (Cameron et al., 2019). Today, the organization is the one of the largest behavioral health services providers not just in the U.S. but across the world. The organization believes in collaborations and partnerships that have enabled it improve access to mental health care services to different populations, both in its inpatient settings, and through telehealth.
These strategies have led to significant success for CHE Behavioral Health due to a rise in the number of patients that access its services (Arafat et al., 2021). For instance, using various digital devices, healthcare professionals from the organization can communicate and manage patient’s health virtually from any location. The providers use video software to connect with patients and offer tele-psychotherapy from the comfort of their homes. The inpatient services benefit from increased collaborations and partnership with other organizations that allow the company to offer services at such locations or have referrals from these entities.
Effects of change on Stakeholders & Resistance
The changes have had positive and negative effects on stakeholders; both internally and externally. The change has led to a rise in access to mental health care services for millions of patients in different locations, better interactions with their providers, and increased levels of satisfaction for patients and even the over 900 specialists and healthcare providers (CHE Behavioral Services, 2023). Adopting these changes ensures that the organization attains its mission of being a leader in improving mental health access and treatment using a full spectrum of care environments.
Resistance to change happens since change leads to new ways of doing things and creation of ambitious goals. In this case, resistance from internal stakeholders like providers was inevitable due to the increased responsibilities and even workload. Effective communication, motivation and creation of teamwork through inter-professional collaborations are some of the strategies that the organization used to address possible resistance (Monaghesh et al., 2019). However, the assessment shows that employees embraced the integration of telehealth and partnership with other organizations to improve care delivery and address the access to mental health care problems.
Overall Implications of Change on Inter-Departmental Collaboration
Change should result in synergies and increased collaboration to attain the expected outcomes for organizations and their employees. Effective change implemented using change models like Kotter’s eight-step process and John Hopkins’ evidence-based practice (EBP) model should incorporate all players in an organization. In the case of CHE Behavioral Health, change increased collaboration among the different departments and specialties as patients require feedback from all providers in managing their mental health problems (CHE Behavioral Services, 2023). For instance, the organization has licensed professionals focused on expanding access to mental health services who include psychiatrists, psychologists and nurse practitioners among others who should work as teams to offer quality holistic mental care to patients by develop a common treatment approach for each unique patient case.
Opinion on Leaders’ Response and Preparation for Change
The organizational leaders responded and prepared for the changes in a progressive and participative manner, especially by accepting and motivating the practitioners and mental health providers to embrace innovation. CHE’s mission is to expand access to mental health care services and I believe that the leaders embraced this call by seeking ways to collaborate and partner with other entities to bring quality patient care to the many people that the organization serves.
It is evident that many things worked for the leaders and the organization. Firstly, effective communication and involvement of all players worked for the organization. This implies that the leaders collaborated and encouraged the employees to embrace change (Arafat et al., 2021). They ensured that all contribute to the new way of doing things, especially expanding access to service for diverse patient populations. Secondly, partnerships and collaborations with external stakeholders also worked for the organization to increase the number of clients through innovative and aggressive marketing campaigns. However, resistance may have occurred but at minimal level. Again, the integration of telehealth required increased investment through financial resources. The organization managed to address all these aspects and succeeded in implementing the changes.
Modifications & Additional Strategies
Leaders in the organization should integrate additional measures that include using more resources, more collaborations and partnerships and training employees to learn and acquire new skills in different areas of care provision. Leaders should also embrace effective leadership approaches like servant leadership and have interpersonal attributes to encourage and motivate the employees to embrace change (Tami, 2023). A core aspect is to make CHE Behavioral Health Services a learning organization. Additional strategies to navigate change is to leverage more aspects of health technology like artificial intelligence, and social media platforms to have better interactions and understanding of patient health issues.
Conclusion
Change is an inevitable part of organizational processes and allows entities to have better ways of managing new trends and care demands as illustrated by CHE Behavioral Health Services. Consequently, organizations should implement strategies that enable them to attain the goals of such changes and expand their sustainability. CHE Behavioral Health Services has experienced changes that have allowed it to expand access to mental health care service as advanced by its mission. Therefore, leaders should modify their approaches to change and ensure that the organization attains more benefits from fast-changing health care environment and system.
References
Arafat, M. Y., Zaman, S., & Hawlader, M. D. H. (2021). Telemedicine improves mental health
in COVID-19 pandemic. Journal of Global Health, 11. DOI: 10.7189/jogh.11.03004
Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
CHE Behavioral Services (2023). About CHE: Vision & Mission.
https://www.cheservices.com/about-che
CHE Behavioral Services (2023b). Commit to Your Best Self with Customized Therapy &
Treatment Solutions. https://www.cheservices.com/
Henry, T. A. (2022). How telehealth can enhance mental health care integration.
https://www.ama-assn.org/practice-management/digital/how-telehealth-can-enhance-mental-health-care-integration
Monaghesh, E., & Hajizadeh, A. (2020). The role of telehealth during COVID-19 outbreak: a
systematic review based on current evidence. BMC public health, 20, 1-9. DOI: https://doi.org/10.1186/s12889-020-09301-4
OnCall Health (2022 May 26). CHE Behavioral Health Services chooses OnCall’s telehealth
solution to power its patient facing care programs. https://oncallhealth.com/resources/che-behavioral-health-services-chooses-oncalls-telehealth-operations-solution-to-power-its-patient-facing-care-programs/
Rae, M., Amin, K., Cox, C., Panchal, N. & Miller, B. F. (2022 March 15). Telehealth Has
Played an Outsized Role Meeting Mental Health Needs During the COVID-19 Pandemic. https://www.kff.org/coronavirus-covid-19/issue-brief/telehealth-has-played-an-outsized-role-meeting-mental-health-needs-during-the-covid-19-pandemic/
Tami, A. (2023 May 9). NextGen Healthcare and CHE Behavioral Health Services Partner to
Increase Access to Mental Health Care. https://www.businesswire.com/news/home/20230509006040/en/NextGen-Healthcare-and-CHE-Behavioral-Health-Services-Partner-to-Increase-Access-to-Mental-Health-Care

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Assessment Description

In today’s fast-paced and global community, most organizations are faced with constant change. Research contemporary organizations that are currently responding to a significant change within the industry, such as disruptive technology; state, government, or industry regulations; environmental constraints; judicial or legislative rulings; etc.

Choose one organization from your research that has recently responded to major change, or is currently responding to change. Write a paper (1,250-1,500 words) discussing how well the organization is responding to the change dynamics. Include the following:

  1. Describe the organization and the change to which it is responding.
  2. Discuss the degree to which the change has been disruptive and how the organization has responded to the dynamics created by this change.
  3. Evaluate the strategies the organization used in its change plan and determine the level of success the organization experienced with the strategies.
  4. Determine the effect the change had on stakeholders, and to what degree stakeholders have resisted. Assess how well stakeholder resistance was addressed.
  5. Evaluate the overall implications the change had on interdepartmental collaboration.
  6. In your opinion, how well did the leaders of the organization respond and prepare for the change? What worked and what did not work with the strategies they implemented?
  7. What modifications would you suggest the leaders of the organization make in order to better address the change dynamics? What additional strategies would you recommend to assist the organization through this change?

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

Contemporary Organization Evaluation – Rubric

LISTGRID

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Rubric Criteria

Total200 points

Criterion 1. Unsatisfactory 2. Less than Satisfactory 3. Satisfactory 4. Good 5. Excellent
Contemporary Organization (Description of Organization and Responding to Change)

Contemporary Organization (Description of Organization and Responding to Change)

0 points

Description of a contemporary organization responding to change is not provided.

14.8 points

A partial description of the organization is presented; major relevant details are missing. A description of the change to which the organization is responding is cursory and incomplete. The organization and change issue are not contemporary or current.

15.8 points

A cursory description of a contemporary organization is presented; most major details are included. A general description of the change to which the organization is responding is presented, but contains some inaccuracies or lacks some relevant details; the change to which the organization is responding is not a current event.

17.4 points

A description of a contemporary organization is presented; all major details are included. A description of the change to which the organization is responding is current and accurately represented.

20 points

A detailed description of a contemporary organization is presented; all relevant details are included and description provides insight into the organization. The description of the current change to which the organization is responding is well developed and contains relevant detail.

Effects of Change (Discusses Effects of Change, Organizational Response and Strategies Utilized)

Effects of Change (Discusses Effects of Change, Organizational Response and Strategies Utilized)

0 points

The effects of change on the organization and the response of the organization to change are not discussed.

14.8 points

An incomplete discussion on the effects of change on the organization is presented. The response of the organization is not discussed.

15.8 points

A general discussion on the effects of change on the organization is presented. The response of the organization to the change is presented, but it does not include a clear evaluation of the strategies of the organization. The discussion lacks relevant details, facts, and support.

17.4 points

A discussion on the effects of change on the organization and its response to the change is presented. The discussion is supported by relevant and documented facts.

20 points

A well-rounded discussion on the effects of change on the organization and its response to the change is presented. The discussion is detailed and strongly supported by documented facts.

Stakeholders (Determine Effects of Change and Response to Change)

Stakeholders (Determine Effects of Change and Response to Change)

0 points

The effect of change on the stakeholders is not addressed.

14.8 points

The effect of change on stakeholders is briefly considered, but no evidence or rationale is provided for claims made. Stakeholder response/resistance to change is not presented. No suggestions are provided in responding to stakeholder resistance.

15.8 points

The effect of change on stakeholders is discussed, but little evidence or rationale is provided for claims made. Stakeholder response/resistance to change is generally presented, but it is lacking in detail. Cursory suggestions are provided in responding to stakeholder resistance, but these strategies are incomplete and lack support for validity.

17.4 points

The effect of change on stakeholders is discussed. Stakeholder response/resistance to change is presented. Suggestions are provided in responding to stakeholder resistance. Evidence or rationale is provided for claims made. Some evidence is provided to support statements, and common strategies are offered to help stakeholders overcome resistance.

20 points

The effect of change on stakeholders is discussed in detail. Stakeholder response/resistance to change is presented with accurate and relevant examples. Well-developed recommendations are provided in responding to stakeholder resistance. Strong evidence or rationale is provided for claims made, and strategies relevant to the organization and stakeholders are offered to help stakeholders overcome resistance.

Effects of Change on Interdepartmental Collaboration

Effects of Change on Interdepartmental Collaboration

0 points

The effects of change on interdepartmental collaboration are not evaluated.

14.8 points

General effects of change on interdepartmental collaboration are discussed, but the specific effects for the departments within the organization are not included.

15.8 points

A superficial evaluation of the effects of change on interdepartmental collaboration for the organization is presented. The evaluation lacks detail, facts, support, or rationale.

17.4 points

An evaluation of the effects of change on interdepartmental collaboration for the organization is presented. The evaluation is supported with some detail, facts, support, or rationale.

20 points

A detailed evaluation of the effects of change on interdepartmental collaboration for the organization is presented and provides insight into the situation. The evaluation is supported with strong detail, facts, support, and rationale.

Evaluation of the Response of the Leaders to Change and the Strategies Presented by Leaders

Evaluation of the Response of the Leaders to Change and the Strategies Presented by Leaders

0 points

Evaluation response of the leaders to change is not addressed, and strategies presented by leaders are not referenced.

22.2 points

A clear evaluation of the response of the leaders to change is not addressed, and strategies presented by leaders are referenced, but not formally addressed. Overall, the involvement of leadership in response to change is unclear.

23.7 points

Evaluation of the response of the leaders to change is presented, but it lacks detail or information vital to understanding the actual involvement of the leaders. Strategies presented by leaders in response to change are generally addressed. Overall, it is apparent that the leaders were responsive to change, but significant information or details are missing to discern the actual extent of leadership involvement or the degree to which leadership involvement was influential.

26.1 points

Evaluation of the response of the leaders to change is presented, but it lacks detail or information vital to understanding the involvement of the leaders. Strategies presented by leaders in response to change are generally addressed. Overall, it is apparent that the leaders were responsive to change, but significant information or details are missing to discern the actual extent of leadership involvement or the degree to which leadership involvement was influential.

30 points

Evaluation of the response of the leaders to change is presented with sufficient detail and supporting information vital to understanding the involvement of the leaders. Strategies presented by leaders in response to change are clearly addressed and provide insight into the outcomes the organization experienced in responding to change. Overall, leadership response to change is clear and contains significant information or details that describe the extent of leadership involvement and the degree to which leadership involvement was influential.

Recommendations (Suggestions to Better Address Change Dynamics, Additional Strategies)

Recommendations (Suggestions to Better Address Change Dynamics, Additional Strategies)

0 points

No recommendations are made.

22.2 points

Recommendations to address change dynamics or for additional strategies are incomplete. Recommendations do not contain substantial rationale or support and do not seem relevant to the organization or circumstances.

23.7 points

General recommendations to address change dynamics are presented. Additional strategies are offered, but lack detail, rationale, or a clear plan to illustrate that the recommendations are relevant and would support a better change option in response to change.

26.1 points

Recommendations to address change dynamics are presented. Additional strategies are offered, with appropriate rationale or a clear plan to illustrate that the recommendations are relevant and would support a better change option in response to change.

30 points

Well-supported recommendations to address change dynamics are clearly presented. Additional strategies are offered, with strong rationale or a clear plan to illustrate that the recommendations are relevant and would indeed support a better change option in response to change.

Thesis Development and Purpose

Thesis Development and Purpose

0 points

Paper lacks any discernible overall purpose or organizing claim.

10.36 points

Thesis is insufficiently developed or vague. Purpose is not clear.

11.06 points

Thesis is apparent and appropriate to purpose.

12.18 points

Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.

14 points

Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.

Argument Logic and Construction

Argument Logic and Construction

0 points

Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.

11.84 points

Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.

12.64 points

Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.

13.92 points

Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.

16 points

Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.

Mechanics of Writing (includes spelling, punctuation, grammar, and language use)

Mechanics of Writing (includes spelling, punctuation, grammar, and language use)

0 points

Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is employed.

7.4 points

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.

7.9 points

Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.

8.7 points

Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.

10 points

The writer is clearly in command of standard, written, academic English.

Paper Format (use of appropriate style for the major and assignment)

Paper Format (use of appropriate style for the major and assignment)

0 points

Template is not used appropriately or documentation format is rarely followed correctly.

7.4 points

Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.

7.9 points

Appropriate template is used. Formatting is correct, although some minor errors may be present.

8.7 points

Appropriate template is fully used. There are virtually no errors in formatting style.

10 points

All format elements are correct.

Documentation of Sources

Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)

0 points

Sources are not documented.

7.4 points

Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.

7.9 points

Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.

8.7 points

Sources are documented, as appropriate to assignment and style, and format is mostly correct.

10 points

Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.


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